Which of the following scenarios exemplifies an individual using timeliness to measure performance?

A. Frankie watched his BCaBA supervisee deliver caregiver training and noted how well he described procedures without using much jargon. (quality)

B. Barbara recorded her RBT’s rate of presenting teaching trials and noted this in her feedback. (quantity – can include rate measures)

C. Sanjay noted the amount of money lost due to managers comping meals at the restaurant and whether this could be decreased. (cost)

D. Rochelle watched her newly hired staff to see how long it took him to complete the end-of-day task. 

D. Rochelle watched her newly hired staff to see how long it took him to complete the end-of-day task.

Timeliness, How long job took

B. Quantity

Count/rate of responses, products

Harvey is on multiple teams at his company. He recently received a high-priority task from the CEO, which required considerable effort. Unfortunately, Harvey could not complete several of his duties related to his other teams this week. This scenario exemplifies a staff performance problem due to a ____.

A. Skill deficit

B. Lack of resources or time

C. Lack of ability

D. Lack of motivation 

B. Lack of resources or time

Can do but need more time, resources

Consultant Lorraine used the PDC-HS to interview Ramon, a clinical director, regarding his staff’s performance. Ramon expects his team to complete a weekly summary regarding services that he then uses to assess conditions at the clinic. However, they have not been doing this. When Lorraine asked if the staff had been informed about this and if he had ever given them reminders, Ramon noted that this could be an area he could improve upon. The PDC-HS indicates an issue in which place?

A. Training B. Task Clarification and Prompting (lack of instructions, reminders)

C. Resources, Materials, and Processes

D. Performance Consequences, Effort, & Competition

Edgar assigns a BCBA several assessments and transition templates to complete during the month. He tells the BCBA that he would ideally like the BCBA to complete all four assessments by the end of the month, and the transition templates should be done within the next ten days. Which antecedent intervention is being used in this scenario

? A. Training

B. Task clarification/checklists

C. Job aids

D. Setting/stating goals

E. Reducing task unpleasantness 

April assists her clinical manager in organizing the boxes in the clinic’s storage room. April enters the room carrying a stack of data sheets and assessment graphs often used during onboarding. She is unsure where these items go until she sees a Post-it note reading “training materials” on a filing cabinet. April places the materials away in their proper location. This scenario exemplifies which antecedent intervention?

A. Training

B. Task clarification/checklists

C. Job aids

D. Setting/stating goals

E. Reducing task unpleasantness 

Pablo works with a newly hired team member, Keith, at the restaurant. Keith has never worked at restaurants before, so many of the skills he is learning are brand new to him. Pablo teaches him to use the register by telling Keith what steps to take, showing him what to do, and then allowing him to practice. This scenario exemplifies which intervention?

A. Feedback

B. Training

C. Task clarification/checklists

D. Setting/stating goals

E. Reducing task unpleasantness

The intervention that Susan has put into place for her staff member has been in place for two weeks. Susan is reviewing the data for that period to determine if the plan has the desired effect. Which stage in the performance improvement process does this scenario exemplify?

A. Problem identification

B. Monitoring and evaluation

C. Plan revision

D. Intervention selection 

Robin is completing a PIC/NIC analysis with a consultant-client. She has the client describe what performance problem he sees from staff. He expressed that staff were not debriefing parents when they picked up their children from the clinic. What should Robin do next when using a PIC/NIC analysis?

A. Recommend a solution based on her findings

B. Have the client describe what staff should be doing instead

C. Determine the severity of the problem

D. Complete an ABC analysis for the problem performance 

Which of the following scenarios exemplifies an individual using quality to measure performance?

A. Lynda observed the interaction between Cesar and the customer and gave him feedback afterward regarding how it went.

B. Wendy measured how much the clinic spent onboarding new staff compared to the company’s profit.

C. Pauline recorded how long it took her employee to finish calling a customer.

D. Mario measured how much of the new product his team sold by the end of the week. 

Larry has noticed that staff morale is lower, with many taking more frequent and extensive breaks throughout the day. He has heard some complaints about the “new” chairs Larry bought at a garage sale being incredibly uncomfortable. He decides to switch them out with more ergonomic seats and notices that staff morale improves quickly. This scenario exemplifies which intervention?

A. Training

B. Task clarification/checklists

C. Job aids D. Setting/stating goals

E. Reducing task unpleasantness

Carl uses a PDC-HS during his interview with an adult day program supervisor, Jon. The program has recently faced issues with staff not completing their end-of-day tasks. Jon indicated that staff had been informed about these tasks but admitted that he had never seen them accurately perform those duties. Carl asked Jon if he believed staff could describe the jobs they were supposed to complete, and Jon answered, “No.” The PDCHS indicates an issue in which area?

A. Training

B. Task Clarification and Prompting

C. Resources, Materials, and Processes

D. Performance Consequences, Effort, & Competition

Wade calculates how much the organization spends on training new hires and compares this to the money that the newly hired staff brings in. This scenario exemplifies which of the following measurement categories in OBM?

A. Quality

B. Quantity

C. Timeliness

D. Cost

Which of the following scenarios exemplifies an individual using quantity to measure performance?

A. Randy inspected the wells behind the bar and how thoroughly the night team cleaned them before closing.

B. Kate counted the times her team member mentioned the daily specials during an interaction with a customer.

C. Brent calculated whether the value received by the company was worth investing in continuing education credits for his staff.

D. Dana observed her salesperson and noted how long it took for him to make a sale.

Todd worked at a bar. At the end of the shift, staff must clean all the wells thoroughly and cover the bottles to prevent attracting fruit flies. His manager recently reprimanded him for failing to wipe down the stools. Todd, who had only been at the bar for a few weeks, apologized and said that he had ”no idea ” he was supposed to do that and promised to do so moving forward. This scenario exemplifies a staff performance problem due to a ____.

A. Skill deficit

B. Lack of resources or time

C. Lack of ability

D. Lack of motivation

Alexander recently began a new job as an RBT. When he started with his first client, his BCBA supervisor handed him a binder with all his client’s programs. However, he often omitted several programs for which he had no idea how to conduct or collect data. This scenario exemplifies a staff performance problem due to a ____.

A. Skill deficit

B. Lack of resources or time

C. Lack of ability

D. Lack of motivation 

C. Timeliness

The duration of task completion Example: Completing a task by a deadline

a. Lack of resources/time

Insufficient resources or time qExamples: Not enough tablets for collecting and submitting data in a timely manner  Materials or staff not available for consistent implementation of behavior plan

A skill deficit simply means the performer does not have the skill in their repertoire.  Here, the RBT is simply unable to perform the requested task.  This inability can be contrasted with a lack of motivation, where the performer knows how to perform the skill (i.e., it has been previously observed) but contingencies are insufficient to support behavior.  A lack of ability may look like a skill deficit; however, lack of ability means that the performer is incapable of performing the behavior.  For example, if I need to lift a 50-pound box and I am simply not strong enough to do so, this is a lack of ability; no amount of training will help me lift a box I am not strong enough to lift.  Finally, a lack of resources exists if the performer does not have the resources or time necessary to perform the task.  If the RBT rushed through teaching the program, because they need to complete a certain number of programs per day, this might relate to a lack of resources; the performer simply does not have what they need to complete the task.